Article

Job` Satisfaction as a Mediating Kardan Journal of Economics

and Management Sciences
Variable between Workplace 3 (2) 27–39
Factors and Absenteeism: A ©2020 Kardan University
Proposed Conceptual Framework Kardan Publications
Kabul, Afghanistan
https://kardan.edu.af/Research/
CurrentIssue.aspx?j=KJEMS

Rohina Naderi
Muhammad Shahid Shams

Abstract
Absenteeism is one of the major concerns for all types of organizations,
from the public to private types and from small to big ones. Absenteeism is
considered to be one of the underlying factors of loss of productivity, waste
of resources, and fragile structure of the organizations and industries around
the world. Therefore, it shows the necessity of research and investigation to
find out factors that are related to this costly phenomenon of absenteeism
not only among developed nations but also among developing and less
developed countries such as Afghanistan where the organizations of the
public sector are facing a high level of absenteeism. Therefore, this paper aims
to study the relationship between workplace factors, job satisfaction, and
absenteeism. This study thusly proposes a framework to investigate the effect
of workplace factors on absenteeism via the mediating role of job satisfaction.
Further, the direct effect between the variables has been discussed. Hence
this paper is expected to fill the research gap and contribute to the body of
knowledge in this area of research.

Keywords: Absenteeism, workplace factors, job satisfaction, Afghanistan

Ms. Rohina Naderi is MBA Student, Kardan University, Kabul, Afghanistan <rohinanadiri@gmail.com>
Mr. Muhammad Shahid Shams is Assistant Professor, Kardan University, Kabul, Afghanistan
<mshahidshams@gmail.com>

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Job Satisfaction as a Mediating Variable between Workplace Factors and Absenteeism: A Proposed Conceptual Framework

Introduction
Absenteeism comes from the Latin word "absentia" referring to the non-
attendance status of the employee at the work (ikeš, 2018). Absenteeism is
present in all types of organizations, public and private, small and big, profit,
and non-profit (Beheshtifar, 2016). There are two types of absenteeism,
culpable and non-culpable (Kocakulah, 2016). Non-culpable absenteeism
refers to an employee’s authorized leave or absenteeism and there is no
charge or penalty for that such as annual leave quota, sickness leave,
paternity, and maternity leaves. Culpable absenteeism means unauthorized
and non-allowed absenteeism of the employees. The type of absenteeism
in the literature and past studies refers to the kind of absenteeism which is
un-authorized. Unauthorized or not-allowed absenteeism has been
perceived as a major management problem for the organization and poor
performance indicator for individuals within the organization (Raja, 2019;
ikeš, 2018; Kuma, 2014)
Employee absenteeism is considered as a costly phenomenon to the
organizations and the economy as a whole in terms of loss of productivity
(Kocakulah, 2016; Nicola, 2017; Martin, 2017). Statistics Canada reports that
the average rate of absenteeism per worker in 2013 was about 9.1 days and
it cost around $16.6B directly to the Canadian economy (Eric, 2013). US
Bureau of Labour Statistics reports the rate of absenteeism around 2.9%
which imposed a total cost of $74B to the US economy in 2013 (Akgeyik,
2014). The estimated cost of absenteeism becomes more severe when we
consider it in the developing world where absenteeism is not taken seriously
and there are no disciplinary measures or queries for being absent from
work (Beheshtifar, 2016). To find a solution to this costly phenomenon in the
organizations, first, we should identify the underlying workplace factors
contributing to high absenteeism. What workplace factors cause employees
to be absent from work? What workplace factors increase the employees’
satisfaction with their job and how this relates to decreasing the level of
absenteeism? The purpose of this paper is to contribute to the body of
knowledge and practices related to human resource management by
shedding light on workplace factors that are assumed to affect job
satisfaction and absenteeism. Based on the extensive theoretical review on
what has been advanced in the literature about absenteeism, arguments,
and logical justifications, this study suggests a conceptual framework with
propositions and invites researchers to test it empirically. This study will not
only explain the effect of workplace factors on job satisfaction and
absenteeism only but also will focus on the mediating effect of job

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satisfaction on the relationship between workplace factors and

absenteeism.
There are several studies conducted on employee absenteeism. For
instance, Martin (2017) conducted a study to find the relationship between
behavioural factors and absenteeism. Similarly, Raja (2019) studied
transformational leadership contributors to lowering absenteeism, while
Beheshtifar (2016) and Bakotić (2016) found the impact of perceived
organizational support on absenteeism. Relatedly, Banks’s (2012) study
showed the link between perceived inequity and absenteeism, whereas the
study by Isabel (2019) revealed the link between job satisfaction and
absenteeism. Considering the importance of absenteeism phenomena
among previous studies, it highlights the need to study other factors, rather
than mentioned in the previous studies on absenteeism. Investigating the
link between workplace factors, job satisfaction, and absenteeism will be a
significant contributor to the pool of previous literature. Also, certain
studies including Beheshtifar (2016), Raja (2019), and Rebecca (2017)
highlighted the need of studying the relation of workplace factors, such as
pay level, working condition, supervisory support and job satisfaction on
absenteeism for the future researchers.
In Afghanistan, there are also concerning issues regarding the
employees' performance and capacity, especially in the public sector.
According to a report published by the Policy Department of the Ministry of
Finance (DM Policy, 2015), Afghans employees in the public sector have
been rated low in working performance. The fundamental causes of low
performance have been indicated as low capacity, lack of commitment, lack
of interest, and absenteeism. This report highlights that the Government of
Afghanistan has taken a capacity-building development program under
"Effective Governance" (one of the pillars of National Priority Program
(NPP)) to increase the rate of performance of employees and lowering the
rate of absenteeism and implicit waste of resources. Besides, the World
Bank jointly with the Ministry of Finance (MoF) initiated TAGHIR (Tacking
Afghanistan Government HRM and Institutional Reform) project with a cost
of around $25M (World Bank Report, 2018). Under this initiative, an
electronic attendance system has been installed to lower the rate of
absenteeism in the public sector. Considering the importance of employees’
performance, attendance, and productivity in the public sector of
Afghanistan, there are certainly rooms available to investigate this issue
more and find workplace factors directly or indirectly affecting employee's
job satisfaction and absenteeism.

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Job Satisfaction as a Mediating Variable between Workplace Factors and Absenteeism: A Proposed Conceptual Framework

This paper by developing a conceptual framework about the relationship

of workplace factors with absenteeism through job satisfaction as a
mediator will not only contribute to enriching existing literature but also will
provide a road-map for policy workers in Afghanistan to identify underlying
workplace factors which are linked with job satisfaction as well as
employees’ absenteeism.

2. Literature Review
This section will study relevant theories about absenteeism and studies
regarding the relationship between workplace factors, job satisfaction, and
absenteeism. Variables conceptualized in the framework are inferred from
the extant literature available on the issue.
2.1 Absenteeism Related Theories
As discussed in the beginning that absenteeism refers to un-authorized
leaves of employees. Alexander (2019) in his study, referred to absenteeism
as a "deviation of cooperative states". He argued that due to perceived
dissatisfaction in the workplace, employees intend to be absent from the
work. In the short term, it can be named as absenteeism and in the long
term, it ends on withdrawal from the job and workplace. This is consistent
with Maslow’s (1958) theory of motivation which states that human beings
are mostly concerned with psychological and job-related needs (cited in
Alexander, 2019). This theory implies that besides food, sleep, and shelter,
human beings are in need to have job security, good working conditions,
and satisfactory compensation for the time and energy they are using.
In the same vein, the Herzberg theory of motivation states that work-
related factors are categorized as motivators and hygiene factors
(Herzberg, 1957). He stated that motivators are recognition and
appreciation and hygiene factors are pay level, relationship with
supervisors, good working conditions. Herzberg’s (1957) theory of
motivation postulates that the absence of these hygiene factors causes
employees to lose interest in their job which results in absenteeism in the
short term and quitting the job in the long term.
2.2.1 Workplace Factors and Absenteeism
Workplace factors generally include pay level, nature of the work,
working condition, supervisory relationship, relation with co-workers, and
fairness. Many studies recently conducted have found a direct and indirect
impact of these workplace factors on absenteeism (Abuhashesh, 2019;
Nicola, 2017; Rebecca, 2017). A short description of each of the above-
mentioned workplace factors has been provided below.

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 Naderi & Shams (2020)

Pay-level: Pay level refers to the amount of financial compensation an

employee receives in exchange for the work and contribution he or she
makes to an organization (Nicola, 2017). The paper by Alisson (2017) argues
that pay level is not all about the amount of salary, it is mostly about the
perception of equity in terms of compensation. If an employee has a
perception that the pay level is sound and equitable to him/her compared
to other employees, he/she has the higher level of interest and satisfaction
in his/her work and it leads to the lower level of being deprived of work in
terms of absenteeism (Verma, 2016).
The nature of the work: Employees always feel uncomfortable and boring
when they are hired in a position or job which they have no interest in and
knowledge about it (Kuma, 2014). Organizational discipline and working
routines are the most important factors which determine the regular
attendance of the employees (Kuma, 2014). A study conducted by
Beheshtifar (2016) among 251 employees of public sectors revealed that the
nature of the job is one of the significant factors on employee satisfaction
and absenteeism.
Working condition: Working condition refers to the working
environment, lighting, modern working equipment, noise, and distractions
(Nicola, 2017). Employees with the satisfying working condition are likely to
be satisfied with their job which, in turn, lead to lowering their level of
absenteeism (Abuhashesh, 2019). Furthermore, in a study conducted by
Kuma (2014) showed that increasing working facilities such as transport
facilities will substantially decrease the level of absenteeism among the
employees.
Supervisory relationship: Researches show that employees enjoy and
appreciate working and receiving support from their supervisors (Isabel,
2019). The better relationship of employees with their supervisors causes a
higher level of productivity, lower level of turnover, and absenteeism
(Abuhashesh, 2019). A study conducted by ikeš (2018) indicated that
employees who have a better relationship with their supervisors perceive
better opportunities to learn new skills and rooms to be promoted. It
increases employees’ level of interest and satisfaction in their job and
lowers their level of absenteeism.
Relation with co-workers: Strong employee-employee relation is an
important factor that contributes enormously to the fact that employees
will show up at work (Sathyapriya, 2019). Related to this, the study of
Sathyapriya (2019) among employees of an IT company, reported a
significantly higher correlation (i.e.,0.62) between employee-to-employee
relationship and level of absenteeism. It shows that employees who enjoy a

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Job Satisfaction as a Mediating Variable between Workplace Factors and Absenteeism: A Proposed Conceptual Framework

friendly environment and support from their other co-workers are less
interested to be absent at work. Also, Verma (2016) stated in his research
about absenteeism that employees who experienced harassment or felt
discriminated against because of their gender and nationalities showed a
higher level of absenteeism.
Fairness : Fairness refers to the comprehensive implementation of policy,
discipline, and regulations in the organization (Rebecca, 2017). Rebecca
(2017) stated that when an employee is being appreciated and promoted
just because he/she is a relative of supervisor or director, it decreases the
level of commitment and satisfaction among other employees in the same
organization and it also causes the employees to show a higher level of
absenteeism. In the same study it is further argued that if an employee feels
that his/her work does not contribute to his/her personal development and
organizational achievement, he/she perceives attendance to be un-useful at
work. In the same connection, Nicola (2017) stated in her research about
absenteeism that when employees feel that the policies and regulation are
implemented fairly in the organization, it motivates employees not only but
they also feel that their rights are secured and there is no injustice and
inequality in their working environment.
Even though there are numerous studies on the relationship between
workplace factors and absenteeism in the context of developed and
developing nations, yet there is a dire need to undertake further studies to
understand the association between the variables particularly in the context
of less developed countries such as Afghanistan. As per the best knowledge
of the researcher, in the Afghanistan context particularly among employees
in the public sector organizations, there are limited studies that have
examined the association between workplace factors and absenteeism.
Consequently, investigating more on the nature of this relationship is
worthy. Therefore, the following proposition was formulated:
Proposition 1: Workplace factors, if satisfactory, have a significant
negative effect on absenteeism.
2.2.2 Workplace Factors and Job Satisfaction
Several studies show that job satisfaction is an explanatory variable
resulting from individual and organizational interaction (Akgeyik, 2014;
Bakotić, 2016; Raja, 2019). Job satisfaction refers to the overall perception
of well-being and satisfaction at the workplace (Bakotić, 2016). Danica
(2016) states that job satisfaction is the overall judgment of employees
related to the working-based experience. According to the Mc Gregor's
theory of motivation (theory X and theory Y) (as cited in Alexander, 2019),
employees are irresponsible and lack the willingness to work in general
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(Theory X) and must be persuaded to do the work. While Theory Y of Mc

Gregor states that given an appropriate financial reward and satisfying
working conditions increase the interest of employees at their work.
Working on the same line, Akgeyik (2014) in his research about the
relationship between job satisfaction and level of absenteeism stated that
job satisfaction is a psychological factor coming out of several workplace
factors. In this study, Tekin (2014) indicated that the source of job
satisfaction is pay level, working condition, supervisory relationship, co-
worker relation, and fairness perception at the working place. Besides, Raja
(2019) in his research about job satisfaction argued that improved and
satisfying levels of workplace factors are positively related to employees’
job satisfaction and their psychological empowerment. Based on the
findings of the aforementioned studies, it can be argued that workplace
factors result in superior job satisfaction.
It is worth to mention here that most of the above-mentioned studies on
the relationship between workplace factors and job satisfaction were
conducted in the context of both developed and developed countries. Very
limited studies on the relationship between the aforementioned variables
have been conducted in the Afghanistan context, particularly in the public
sector organizations. Thus, more studies are needed to investigate the
relationship between the variables and to fill the literature gap. Based on
the above discussion, this study assumed that workplace factors have a
significant and positive effect on job satisfaction. Based on this assumption,
the following proposition was formulated:
Proposition 2: Workplace factors have a positive effect on job satisfaction.
2.2.3 Job Satisfaction and Level of Absenteeism
A plethora of previous studies have established a link between job
satisfaction and absenteeism. For instance, in a study by Kocakulah (2016),
it was derived that absenteeism can be reduced by increasing the level of
job satisfaction, while job satisfaction is promoted by creating a good
culture in the organization. The study further revealed that good
organizational culture comes out of positive working conditions, a
satisfactory level of payment, and a sense of receiving positive support from
the employer and other employees. Hence, it can be argued that job
satisfaction is an important factor that links workplace factors with
absenteeism. Related to this, Verma (2016) conducted an empirical study on
the relationship between job satisfaction and level of absenteeism involving
a sample of 100 employees selected from the public sector organizations in
China. The study concluded that job satisfaction in combination with pay
level, working condition, support level, and other workplace factors is

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Job Satisfaction as a Mediating Variable between Workplace Factors and Absenteeism: A Proposed Conceptual Framework

negatively related to absenteeism. Working along the same lines,

Abuhashesh (2019) used job satisfaction in his research to find the link
between workplace factors and absenteeism. The study found a negative
relationship between job satisfaction and absenteeism.
Concerning the relationship between job satisfaction and absenteeism,
a growing number of studies both in developed and developing countries is
an indication of the fact that the said relationship has to be further explored
in the context of Afghanistan being a less developed country. To the best of
researcher’s knowledge, in the Afghanistan context particularly in the public
sector organizations, there are limited studies that have examined the
association between job satisfaction and absenteeism. Based on the above
discussion, this study assumed that job satisfaction has a significant
negative effect on absenteeism. Accordingly, the following proposition was
formulated:
Proposition 3: Job satisfaction has a negative effect on absenteeism.
2.2.4 Job Satisfaction as a Mediator
Job satisfaction is defined as a “pleasurable or positive emotional state
resulting from the appraisal of one’s job or job experiences” (Locke, 1976,
p. 1300). Chhabra and Mohanty (2014) defined job satisfaction as “how
people feel about their jobs and different aspects of their jobs”. In other
words, it is the degree to which workers satisfy or dissatisfy with their jobs
(Spector, 1997). The extant literature revealed that job satisfaction is linked
to workers’ job level (Robie et al., 1998), job performance (Judge & Klinger,
2010), and workers’ turnover intention (Tett & Meyer, 1993; Valentine et al.,
2011). Furthermore, “employees who are satisfied with their jobs tend to
perform better, withdraw less, and lead happier and healthier lives” (Judge
& Klinger, 2010, p.119). Working on the same lines, Gamal, Taneo, and Halim
(2018) argued that a person who has a high level of Job Satisfaction will have
a positive feeling towards his/her job, thereby leading to a lower level of
absenteeism.
The above literature mentions the connection between workplace
factors and job satisfaction and further the connection between job
satisfaction and absenteeism. Thus, job satisfaction is best suited here to be
used as a linking mechanism in the relationship between workplace factors
and absenteeism. Although several studies have considered job satisfaction
as a mediator in the relationship between workplace safety, health, and
work environment to employee performance (Gamal, Taneo, & Halim,
2018); organizational justice and employee outcomes (Mashi,2017);
perception of organizational justice and intention to leave (Bayarcelik &
Afacan Fındıklı2016). However, there are limited studies that have examined
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the mediating role of job satisfaction in the relationship between workplace

factors and absenteeism in general and especially in the context of
Afghanistan. As per the best knowledge of the researcher, the literature
concerning the phenomena of absenteeism, job satisfaction has not been
used before to mediate the relationship between workplace factors and
absenteeism in the context of Afghanistan especially in the public sector
organizations. Therefore, adding job satisfaction as a mediating variable in
the model of this study will fill the literature gap. On this score, the present
study argues that job satisfaction will have a theoretical mediating effect in
predicting and reducing absenteeism when workplace factors are taken into
account. This study assumed that job satisfaction plays a role in mediating
the effect of workplace factors on absenteeism. Based on this assumption,
the following proposition was formulated:
Proposition 4: Job satisfaction mediates the effect of workplace factors
on absenteeism.

3. Proposed Conceptual Framework

Given below figure 1 shows the initial research conceptual framework
which has been developed based on the extant literates and the support of
two motivational theories i.e., A dynamic theory of motivation by Maslow
(1958) and motivation-hygiene theory by Herzberg (1957). Maslow’s theory
implies that besides food, sleep, and shelter, human beings are in need to
have job security, good working conditions, and satisfactory compensation
for the time and energy they are using. While, Herzberg's theory of
motivation states that the absence of hygiene factors such as pay level,
relationship with supervisors, good working conditions causes employees
to lose interest in their job which results in absenteeism in the short term
and quitting the job in the long term. Thus, the provision of satisfactory
workplace factors not only increases job satisfaction among employees but
they also assist in reducing the level of absenteeism.
This paper significantly contributes to the previous literature by
developing a conceptual framework as shown in figure1 that hypothesized
the direct effect of the workplace on absenteeism. Furthermore, this paper
proposed the investigation of the mediating effect of job satisfaction on the
relationship between workplace factors and absenteeism to bring more
insights into these effects specifically in the Afghanistan context.

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Job Satisfaction as a Mediating Variable between Workplace Factors and Absenteeism: A Proposed Conceptual Framework

Figure 1: Proposed Conceptual Framework

Job
Workplace Factors
satisfaction
Pay level
Working condition
Supervisory relationship Absenteeism
Co-workers relationship
Nature of the work
Fairness

Source: Author’s compilation

4. Methodology
This paper offers a proposed conceptual framework for important
factors affecting absenteeism. The researcher proposes a quantitative
approach to test the phenomenon. The population of this study is full-time
employees working in public sector organizations. According to a recent
report published by the International Labour Organization (ILO) (Dasgupta,
Anhal, & Bhatnagar, 2019), a total of 723488 employees are working in the
public sector organizations in Afghanistan. Based on the sampling table
suggested by Krejcie and Morgan (1970), for the mentioned population, 382
participants as minimum sample size is required to carry out the analysis.
The survey questionnaire will be distributed among the targeted employees
to collect important data. The measurement will be adapted from existing
literature. To test the proposed model, the Structural Equation Modeling -
Partial Least Square (SEM-PLS) will be employed to establish the validity and
reliability of the measurements and to test the postulated hypothesis.

5. Conclusion
As mentioned above, this study aimed at investigating the effect of
workplace factors on absenteeism, and the mediating role played by job
satisfaction on the said relation. By providing empirical evidence on the
study’s proposed constructs, this research is expected to support
managers, practitioners, and decision-makers in the public sector
organizations to identify the real sources of absenteeism. In the previous
studies, researchers have tried to link workplace factors with absenteeism,
but they have ignored the role of job satisfaction as a vital predictor of
absenteeism. The main concern of the managers in organizations is to
prevent absenteeism. The better way of doing that is to increase the level
of job satisfaction among employees. Thus, the addition of job satisfaction
as a mediator in the relationship between workplace factors and
absenteeism will help in minimizing absenteeism on one hand and provide

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a better understanding of the relationship between the variables on the

other hand.

6. Research Limitation and Direction for Future Research

This paper proposes a conceptual framework to investigate the
relationship between workplace factors and absenteeism via job
satisfaction. There are certain limitations to this paper. This paper proposed
to examine the workplace factors affecting the absenteeism directly and
indirectly through the mediating role of job satisfaction without considering
the demographic factors such as age, experience, and marital status of the
employees. Further research is encouraged to consider the demographic
factors to investigate the relationship between the variables. It is strongly
recommended that future studies should test this research model
empirically. Lastly, since this study is conducted for employees in the public
sector organization, future researchers should consider studies of similar
nature for employees working in the private sector organizations to add to
the pool of existing knowledge about the phenomenon of absenteeism.

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